Bridgecrest: Company Profile & Background Check FAQs

Bridgecrest Acceptance Corporation was launched in April 2016, when DriveTime Automotive Group rebranded its loan servicing division, previously known as DriveTime Acceptance Corporation, as a standalone servicing business. At the time of the spin-off, Bridgecrest took over servicing for more than 220,000 customers. The company operates within the DriveTime family of companies, a privately held group based in the Phoenix, Arizona, metropolitan area that also spun off businesses including Carvana, SilverRock, and GO Financial.

Bridgecrest's core business is servicing auto installment contracts: collecting payments, managing customer accounts, handling payment options, and supporting borrowers throughout the life of their vehicle loans. DriveTime, its affiliated retailer, is a large used car sales and financing company with roots going back to 1977, when the business that would later become DriveTime was founded as Ugly Duckling in Arizona. DriveTime has operated dealerships across the United States, supported by inspection centers, operations centers in Arizona, and a collection center in Dallas, Texas.

Because Bridgecrest sits on the servicing side of auto finance, its workforce is concentrated in customer-facing and back-office roles: loan servicing representatives, collections and account specialists, customer advocates, quality analysts, workforce management, and supporting teams in IT, data, compliance, and finance. Employees routinely access customer accounts, payment information, and other sensitive consumer data, which is a major reason financial services employers typically screen candidates before hire.

Company culture and employee programs: Bridgecrest roles are largely built around high-volume phone and digital customer interactions, with training focused on servicing practices, communication, and regulatory compliance. The broader DriveTime family of companies has been recognized for workplace programs in areas like technology. Benefits, schedules, and remote or onsite arrangements vary by role and location, so candidates should confirm current details during the hiring process.

Yes. Employers in the financial services industry, including Bridgecrest, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with federal, state, and local laws. Background checks prepared by a consumer reporting agency are governed by the Fair Credit Reporting Act (FCRA), which requires a standalone disclosure, written consent, and a defined adverse action process before screening results can be used against a candidate.

Bridgecrest is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice across auto finance and loan servicing companies. Employees in servicing and collections roles handle payment data, personal financial information, and customer accounts every day, so screening is common across the industry. The specific components of a Bridgecrest background check may vary by role, with positions involving greater financial access potentially screened more extensively.

The hiring process typically starts with an online application, followed by a phone screen with a recruiter and one or more interviews with the hiring team, which may be virtual or onsite. Customer-facing roles may include assessments related to communication or typing skills. Candidates who receive a conditional offer are generally asked to authorize a background check, and possibly a drug screen, before a start date and training class are confirmed.

Many background checks are finished within a few business days, though timing depends on the searches ordered and the responsiveness of the courts and employers being contacted. County criminal searches across multiple jurisdictions and employment verifications are the most common sources of added time. This guide to background check turnaround times breaks down the factors in more detail.

Each employer selects the screenings that match the role. For a position at an auto finance company like Bridgecrest, a background check may include some or all of the following:

Candidates should review the disclosure and authorization forms they receive to see exactly which searches apply to their position.

Lookback periods depend on the record type and governing law. Under the FCRA, most negative information other than criminal convictions generally cannot be reported once it is more than seven years old, and employment credit checks follow similar limits for items like collections accounts. Some states also cap conviction reporting at seven years, with exceptions for higher-salary roles. Candidates in different states may therefore see different lookback windows applied to similar records.

Bridgecrest does not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made on a case-by-case basis. Financial services employers often weigh the nature of an offense, particularly financial crimes such as fraud or embezzlement, against the responsibilities of the role, and certain regulatory or client requirements can apply. Many states and cities have "ban-the-box" laws that restrict when criminal history questions can be asked. Candidates with records are generally encouraged to apply and to be honest throughout the process.

Candidates will typically be asked to sign a written authorization before any background check begins and to provide accurate personal information, including full legal name, date of birth, Social Security number, and address history. If a credit check applies to the role, no action is needed beyond consent, and employment credit checks do not affect a candidate's credit score. Accurate information helps searches run against the right records and keeps the process on schedule.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect and share background check information for employment purposes. Employers must obtain written consent before ordering a report, must send a pre-adverse action notice with a copy of the report and a summary of rights if the results may lead to a rejected application, and must give candidates the opportunity to dispute inaccurate information. Auto finance employees know the FCRA from the lending side, but it protects them as job candidates too. Learn more in this introduction to the Fair Credit Reporting Act (FCRA) and EEOC guidance.

Running a personal background check with Checkr lets you preview what Bridgecrest may see and helps you identify potential inaccuracies before they affect your job application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To showcase verified credentials proactively, build a free Checkr Profile you can share with recruiters, hiring managers, or potential employers.

Check your report status in the Candidate Portal. Or, visit the Checkr Help Center for FAQs, dispute steps, and to contact support.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.